Position Overview

This role can be based in Denver, CO following our flexible work policy (3 days in-office, 2 days flexible), or remote, US.

The Vice President of Total Rewards will lead the global strategy, design, and execution of compensation, benefits, executive compensation, and equity programs across the organization. Reporting to the Chief People Officer, this role is responsible for ensuring that total rewards programs are externally competitive, internally equitable, and aligned to business strategy and performance.

In a highly competitive and rapidly evolving data center market, this role will serve as a strategic advisor to the executive team, leveraging compensation, equity, and benefits programs as critical tools to attract, motivate, and retain scarce technical, operational, and leadership talent. The Vice President will develop reward strategies that support aggressive growth objectives while balancing market competitiveness, internal equity, governance, and cost discipline.

This leader will operate in a global capacity across North America, EMEA, and APAC, building scalable and compliant reward frameworks that support a rapidly growing international workforce. A key focus of the role will be the design and administration of executive compensation and equity programs, including RSU-style long-term incentive structures, ideally informed by experience in a public company environment.

The ideal candidate brings deep expertise in executive compensation, global compensation architecture, and long-term incentive design, with strong executive presence and the ability to influence senior stakeholders.

Essential Job Functions

Develop and deploy innovative compensation and equity strategies designed to attract and retain critical talent in highly competitive labor markets, including technical, engineering, construction, operations, and executive populations essential to supporting rapid global growth.
Lead the global total rewards strategy across compensation, benefits, executive compensation, and equity programs, ensuring an integrated and competitive rewards philosophy across all regions.
Own global benefits strategy, including health and welfare programs, retirement frameworks, vendor strategy, and country-specific statutory and competitive benefits design across all regions.
Experience designing and managing global benefits programs across multiple jurisdictions, including US, EMEA, and APAC markets.
Design and implement competitive compensation structures that align with business strategy, performance, and market benchmarks.
Oversee executive compensation programs, including short- and long-term incentives, bonus design, and support for Compensation Committee-level discussions.
Lead equity program design and administration (including RSU-style programs), ensuring alignment with governance, retention, and performance objectives.
Develop and maintain global compensation frameworks across APAC, EMEA, and North America (US and Canada), ensuring consistency while adapting to local market requirements and regulatory environments.
Lead annual compensation cycles, including merit, bonus, and equity planning processes. Partner closely with Finance, Legal, and HR leadership to ensure governance, compliance, and cost discipline.
Provide analysis and recommendations to senior leadership, including benchmarking, pay equity analysis, and incentive design insights.
Lead and develop the Total Rewards team, ensuring strong execution across compensation, benefits, and global rewards operations.

Job Requirements

10-15+ years of progressive experience in Total Rewards, Compensation, or Executive Compensation leadership roles.
Deep expertise in executive compensation design and governance, including direct experience supporting Compensation Committee and Board-level decision-making processes. Required experience designing, administering, and governing equity compensation programs (RSUs or equivalent) within a publicly traded company environment. Demonstrated success leveraging compensation, executive rewards, and equity programs to attract and retain talent in highly competitive and talent-constrained markets.
Global compensation experience across multiple regions, including APAC, EMEA and North America (US and Canada).
Strong knowledge of compensation governance, market benchmarking, and regulatory considerations across multiple jurisdictions.
Experience leading annual compensation cycles and enterprise-wide incentive planning processes.
Strong executive presence with the ability to influence C-suite leaders. Bachelor's degree required; advanced degree preferred.

Preferred

Experience in high-growth or rapidly scaling global organizations. HR Shared Services experience
Experience designing or scaling executive compensation frameworks in complex environments.
Strong analytical capability with compensation modeling and scenario analysis.
Experience partnering closely with Finance and Legal on governance and compliance.
Exposure to compensation philosophy design and enterprise-wide rewards transformation.
Strong communication and stakeholder management skills at the executive level.

Why This Matters

Total Rewards is a critical competitive advantage in the global data center industry, where access to specialized engineering, technical, operational, development, and leadership talent directly impacts the organization's ability to execute against aggressive growth objectives. As the company continues its rapid global expansion, this role will ensure reward programs remain agile enough to compete for scarce talent while maintaining governance standards expected of a sophisticated public-company environment. This role ensures compensation and benefits programs are strategically aligned to business performance and scalable across multiple geographies.

It plays a central role in ensuring executive compensation and equity programs are designed to reinforce performance, support retention, and reflect disciplined governance aligned with public-company standards.

Ultimately, this leader ensures the organization maintains a globally competitive, compliant, and coherent rewards philosophy that supports growth and long-term value creation.

Physical Demands and Special Requirements

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to handle or feel objects; reach with hands and arms; climb stairs; balance; stoop or kneel; talk and hear. The employee must occasionally lift and/or move up to 25 pounds.

Additional Details

Salary Range: $300,000- $350,000 Base + Bonus (this range is based on Colorado market data and may vary in other locations)
This position is eligible for company benefits including but not limited to medical, dental, and vision coverage, life and AD&D, short and long-term disability coverage, paid time off, employee assistance, participation in a 401k program that includes company match, and many other additional voluntary benefits.
Compensation for the role will depend on a number of factors, including your qualifications, skills, competencies, and experience and may fall outside of the range shown.

#LI-Hybrid #LI-Remote #LI-CM1

We operate with No Ego and No Arrogance. We work to build each other up and support one another, appreciating each other's strengths and respecting each other's weaknesses. We find joy in our work and each other, actively seeking opportunities to inject fun into what we do. Our hard and efficient work is rewarded with an above market total compensation package. We offer a comprehensive suite of health and welfare, retirement, and paid leave benefits exceeding local expectations.

Throughout the year, the advantage of being part of the Vantage team is evident with an array of benefits, recognition, training and development, and the knowledge that your contribution adds value to the company and our community.

Don't meet all the requirements? Please still apply if you think you are the right person for the position. We are always keen to speak to people who connect with our mission and values.

We do not accept unsolicited resumes from search firm agencies. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of Vantage Data Centers.

We'll be accepting applications for at least one week from the date this role is posted. If you're interested, we encourage you to apply soon-we're excited to find the right person and will keep the role open until we do!

Vantage Data Centers

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